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HUMAN RESOURCE MANAGEMENT
Henni Djuhaeni Public Health Department
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Human Resource Asset/ Capital LABOUR Strong Mind
Feeling Desire Education Status Age Gender Strong Training anda Education Technology and Science Profesional Discipline Motivasion Work Ethic Creative Innovative Productive
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Human Resource Management (HASIBUAN, MALAYU SP)
ART AND SCIENCE ARRANGING RELATION AND ROLE OF LABOUR EFFECTIVE EFFICIENT Company Employees Society Profit TARGET Satisfied Quality of Service And Affordable
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4 (FOUR) COMPONENT OF Human Resource Management
INDIVIDUAL Ability Knowledge Personality Values Expectation HUMAN RESOURCE MANAGEMENT IS THE PROCESS OF BRINGING PEOPLE AND ORGANIZATIONS TOGETHER SO THAT THE GOALS OF EACH ARE MET. JOB Challenge Variety Autonomy ENVIRONMENT Economic Social Politics Technological ORGANIZATION Size Structure Technology Resource Wisdom Culture
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ECONOMICS Inflation Un employment Level Rate of Interest Etc SOCIAL : Patient/ Client Employees/ Officer/ Labour ENVIRONMENT TECHNOLOGICAL Raw Material Request of Market POLITICS : Liberalism Democracy Health Service
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Controlling Procurement Directing 4 3 5 2 Development Organizing 6 1
FUNCTION HUMAN RESOURCE MANAGEMENT 6 1 Planning 11 Compensation 7 10 Separation 8 9 Integration Discipline Maintenance
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JOB JOB ANALYSIS JOB JOB EVALUATION
RECRUITMENT JOB DESCRIPTION SELECTION JOB ANALYSIS PLACEMENT JOB SPECIFICATION CARRIER PLANNING COMPENSATION JOB EVALUATION TRAINING & DEVELOPMENT
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JOB ANALYS I S REASONS FOR CONDUCTING JOB ANAYSIS
INFORMATION WRITTEN ABOUT WORK WHAT TOBE DONE REASONS FOR CONDUCTING JOB ANAYSIS New Job are being Created & Old Jobs are Being Redesigned Job Analysis Addresses The Fact that Change is Taking place TARGET WORKER ACTIVITIES WORK STANDARDS BEHAVIOR NEEDED APPLIANCES
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JOB DESCRIPTION Clarify Expectations between manager and staff member Guide the Induction and performance Management Process Be Use for staff Development and career planning Clarify and plan the Work of the team The Job Discription is the Basis for managers to not only effectively select, but Also manage their Staff
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TIPS ON WRITING JOB DESCRIPTION
Aim for a clear and concise description of the job Focus on what you want the position to do Describe the what, how, and why Do not become preoccupied with unusual or short term job demands Remember the goals of the organization !
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A document containing the Qualifications, including
JOB SPESIFICATION : A document containing the Minimum acceptable Qualifications, including Educational Requirements Experience Personality Traits Physical Abilities
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PROCUREMENT CONCEPT RECRUITMENT SELECTION PROCUREMENT ORIENTATION
PLACEMENT ORIENTATION INDUCTION
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Is the process through which the organization’s
RECRUITMENT : Seeking Process and Enchanting Capable Candidate Capable to Work In Organization Is the process through which the organization’s Job openings are clearly defined, and prospective Employees are found to fill those opening RECRUITMENT CONCEPT SOURCE Internal External METHOD Closed Open BASIC Job Specification Regulation of Government CONSTRAINT Internal Eksternal
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RECRUITMENT MATCHING THE NEEDS OF APPLICANTS AND ORGANIZATIONS
INFORMATION FLOW ORGANIZATION Need For High Quality Employes POTENTIAL APPLICANTS Need For Suitable Jobs INTERNAL APPLICANTS ENVIRONMENT Economic Social Technological Political
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Employees Family Friends Application << CLOSED Recruitment
Quality of Employee <<< CLOSED Recruitment Methods Advertisement, etc Application >>> Hr. Quality >>> OPEN Vertical Public hospital/ Organization Mutation Internal Horizontal Source of Recruitment University/ college Advertising Employment agencies Recruites Special event Internships Eksternal
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Activity to Determine and Chosen Labor fulfilling criterion
SELECTION Activity to Determine and Chosen Labor fulfilling criterion Which Have Been Specified The process through which representatives of an organization define a job to be filled, assess the people applying for that job, OBJECTIVE Make Decision Whether Some One is Accepted or Refused Qualified human resource Discipline Human resource with motivation >> Creative and inovatif human resource Turn over << SELECTION PROCESS DEPENDS ON : Work Load Requirement of Human Resource Recruitment
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The selection process Recruited Individuals Preliminary Interview Review of Applications & Resume Reference & Background Checks Employment Interview Selection test Employed Individual Selection Decision Physical Examination
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INDUCTION BENEFITS OF INDUCTION
Process by which a new Staff member learning about and becomes part of the organization BENEFITS OF INDUCTION Employee adapts to job and work environment morecuickly Establish good communication between supervisor and employee Reduce anxiety and build up confidence Reduce excessive cost Public Relation a Change to Promote Organization
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ORIENTATION Introduction to the organization Definition of the individual’s term of employment Acquanting the employee in detail the requirements of the job is training so that Proficiency in the job is reached in the shortest possible time Promoting confidence in the employee, both in ability to perform the job and in the Organization in general To quickly establish a favorable attitude by the employee towards the organization So that the employee is more likely to stay
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BENEFITS TO YOUR ORGANIZATION BENEFITS TO YOUR TEAM
Greater Productivity Quality Improvement Focused Customer Service Effective Communitation Commitment to Business plans & Goals Improved Team Work Better Understanding of team goals Harmonious work place Directed training & development Greater inter – team cooperation
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BENEFITS TO THE INDIVIDUAL
BENEFITS TO YOUR TEAM Better Understanding of own contributions Improved commitment & motivation Enhanced knowledge & Skills Realistic standards of performance Recognition of a job well done Improved Team Work Better Understanding of team goals Harmonious work place Directed training & development Greater inter – team cooperation
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HUMAN RESOURCE PLANNING
WHY The right Number of Health Man Power At The Right Time In The Right Place (Jobs) Performing The Right Activities To Achieve The Right Objectives At The Right Price
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METHODS OF HEALTH MAN POWER PLANNING HEALTH NEED
The Need of Health service by the Community Utilities of Health center/ hospital HEALTH TARGET * 1 DOCTOR VISIT TO HEALTH CENTER * Coverage of MCH HEALTH DEMAND RATIO HEALTH MAN POWER; POPULATION 1 DOCTOR : POPULATION 1 NURSE : POPULATION
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HUMAN RESOURCE DEVELOPMENT
EFFORT SKILL Technical skill Knowledge Moral Attitude Now & Future INDIVIDUAL EFFECTIVENESS Well planned “Sustainable” Training and Education Mutation Promotion Progress of Technology
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OBJECTIVE OF DEVELOPMENT
Productivity Efficiency Damage of appliances <<< Accident << expense of medication << quality of service Moral Career Conceptual Leadership Reward Satisfaction of consumer quality of service
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DEVELOPMENT CONSTRAINT
PARTICIPANT * AGE * EDUCATION COACH/ INSTRUCTOR FACILITY BUDGET
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Responsibility for appraisal
Performance appraisal : A system of review & evaluation Of an individual’s or team’s job Performance Responsibility for appraisal an effective system assesses accomplishment an effective system envolves plans for development performance management is important Immediate Supervisor Subordinates Peers Self Appraisal Customer Appraisal Human Resource Planning Recruitment & Selection Training & Development Career Planning & Development Compensation Program Internal Employee Relation Assesment of Employee Potential Use of performance appraisal
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SEPARATION CAUSES Willingness one side or both side Chronic Diseases
Old age Bankrupt
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COMPONENTS OF A TOTAL COMPENSATION PROGRAM
Financial Nonfinancial Direct Indirect The Job Job Environment
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PRIMARY DETERMINANTS OF INDIVIDUAL FINANCIAL COMPENSATION
THE EMPLOYEE THE ORGANIZATION JOB PRICING THE LABOR MARKET THE JOB
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The employee as a determinant of Financial compensation
The job as a determinant of Financial compensation Pay for Performance Seniority Experience Membership in The Organization Potential Political Influence Luck JOB ANALYSIS JOB DESCRIPTIONS JOB EVALUATION
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NON FINANCIAL COMPENSATION
THE JOB JOB ENVIRONMENT
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COMPENSATION Wage/ Salaries Benefits Incentives COMPENSATION Work team Participant Motivation Satisfaction Disclipline Mantaining Staff
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THANK YOU
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